IndexAbstractIntroductionThe Role of Human Resources in Information Technology RecruitmentCumulative Employee Knowledge, Skills and AbilitiesManaging and Improving Employee PerformanceEmployee Self-Service Systems (ESS)Systems electronic clearing Goal of E-HR "efficiency" or "effectiveness"? Conclusions and Perspectives on E-HRMAstract In recent years, information technology has had a profound effect on human resources processes and practices; the best leaders have fully understood the power of technology and tools in the pursuit of business objectives. The use of technological tools helps not only to achieve defined business objectives, but also to optimize work. E-HRM is based on cutting-edge information technology ranging from Internet-enabled HRIS to corporate intranet and portals. The driving forces are intensifying the need to manage the workforce globally to improve HR service delivery. This article investigates a brief overview of the possibilities of using technology in the field of HR to monitor and measure human capital and the HR technological system in general. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay IntroductionHuman resource management (HRM) aims to achieve the competitiveness of the company in the field of human resources by providing constant education and training programs for the personal development of employees. The main objectives of human resources are to attract, select, motivate and retain enterprising employees in their roles within an organization. These goals have become more important in the current era as organizations engage based on the skills and talents of their workforce. It has been proven by Scientology that one of the auxiliary pillars that can contribute to the realization of personal policy is the use of IT technologies in human resources. Technology has warped the way HR processes are currently managed, primarily in terms of how companies collect, accumulate, use and mix information about candidates and employees. Furthermore, it has changed the nature of work, work exchanges and supervision. Improvements like telecommuting, virtual teams, and web-based job submission are due to commensurate advances in technology. Aside from the impact of technology on HR processes, IT mediates the relationship between individuals and organizations, between subordinates and supervisors. It has also reduced the influence of posting in organizations so that staff can work from home or interact with team members across geographic restrictions. Furthermore, it allowed authorities to hire entities with specific skills in remote parts of the world (e.g., software developers). Human resource developments should be focused on meticulous objectives. The Role of Human Resources in Information Technology Idea Supervision Tool To maintain a high culture of action, the company should support continuous improvement of core processes and activities. The tool that supports Idea Supervision processes should provide how many improvement requests are submitted by staff. It can also provide information on incomes and costs saved as a result of implementing the enlargement proposals. The main purpose of accessible support in Idea supervision is to build a tool that gives the opportunity to all employees to simultaneously put their concepts into practicerelevant and well-founded on the one hand and on the other the company becomes more economical. The IT financing mentioned above brings the following rewards: • Save money • Avoid costs • Improve process performance. A considerable advantage is the instant ability to create various reports and ultimately see whether the company meets the target of a key performance indicator. One of the latest advantages of the online IT system is that it helps ensure the availability of improvement suggestions at any time and thus helps avoid forms of broadside. Above stated provides an overview of how technologies can support HR processes to achieve professional goals. The Role of HR in IT Recruiting Nowadays, managers have realized that human capital has become the ultimate competitive advantage and IT recruiting can largely support efficient hiring along with workforce training . To attract the best candidates, it's critical that HR and IT departments work together to get the job done. The role of HR in IT recruiting is critically important, even in times of crisis. HR IT tools can support hiring and retaining high potential. Instigates with the debut the career website which is a great advertising tool. The employer can present there all the necessary information related to the job, description, package, career or personal development of each candidate. The career website should focus not only on potential employees, but the target group should also include students, graduates or schoolchildren; the new workforce on the market to have the opportunity to "raise" new employees for the future. Collaboration with scholars can save on prices, especially if the company needs the authorities for upcoming business needs. A great benefit that companies should utilize through the career website is having the opportunity to apply for a job online. Additionally, the company can provide up-to-date information about the culture or business environment. Furthermore, it can be connected to the internal recruitment route system which can help HR generalists in communicating with candidates to arrange interview and further selection processes. The system should protect the entire application process, from location approval to contender methodology. Accumulation of employee knowledge, skills and capabilities Over 25% of company operating hours are now online and nearly 40% of these initiatives are enhanced by technology. The goal of human resources is to improve the knowledge, support and skills of staff through training and development. Furthermore, the survey showed that e-education offers greater flexibility, efficiency and opportunities for trainees and reduced costs compared to traditional training methods. In other words, Cisco estimated a cost savings of 40-60% and IBM performed 500% more training at a third of the cost of curiosity: this is the extent to which the research evaluated the effectiveness of e-learning. Reward is critical especially in e-learning as research has revealed that trainees' gratification is positively related to their post-training enthusiasm, self-efficacy, and information. Usefulness judgments are also critical because trainees' perception of the usefulness of training may be an operational predictor of training transmission rather than gratification or knowledge acquisition. Topical research found that over 25% of hours ofCorporate training is now online, and nearly 40% of these initiatives are supported by technology. Furthermore, the survey showed that e-education provides greater flexibility, efficiency and convenience for trainees and reduces costs compared to traditional training methods. That is, Cisco estimated cost savings of 40-60% (Gill, 2000), and IBM performed 500% more training at one-third the cost of curiosity—that's the extent to which research has evaluated the effectiveness of e-learning. Specifically, the question is: “Does e-education increase employees' knowledge, skills, performance levels, or judgments of ability?” These findings are similar to those identified by student researchers like Kraiger. The most commonly evaluated outcomes are knowledge acquisition and satisfaction. Reward is crucial especially in e-learning as research has revealed that trainees' gratification is positively related to their post-training enthusiasm, self-efficacy and knowledge. Usefulness judgments are also fundamental because trainees' perception of the usefulness of training can be a more effective predictor of training transmission than gratification or knowledge acquisition. Management and improvement of employee performance One of the most critical objectives for human resources is the effective management of employee performance, which includes evaluating current performance, identifying high and low performers, and responding to employees. Today, 93% of US organizations evaluated use some sort of automated recital management system. There are two main areas where technology has been used to support the performance supervision process: enactment measurement and performance feedback. In terms of measurement, e-PM can potentially facilitate the process by using technology to monitor operational performance throughout the evaluation period and record both formal and informal evaluations on an ongoing basis. In terms of response, e-PM technologies can be used to classify multi-rater response results, propagate those results to employees and managers, and prompt managers to meet with employees to discuss their implementation and required improvements. Employee Self-Service Systems (ESS)Employee self-service systems (ESS) are the most popular form of E-HRM. An ESS uses Internet-based technology and gives employees access to a centralized HR database that allows them to review personnel records, register for benefits, participate in open enrollment, and sign up for drills. Some estimates indicate that more than 80% of large organizations now use or plan to use an ESS in the near future. Because ESSs are fairly new schemes, there has been relatively little theory or research on the effectiveness or acceptance of ESS systems. One notable exclusion is an article by Marler and Dulebohn, who developed an ESS acceptance model based on the technology acceptance model. An alternative study of user responses to ESS found that organizational support and information policy were definitely related to the perceived ease of use and perceived usefulness of these systems. Furthermore, perceived ease of use and usefulness were confidently related to employee consumption and system usage, but negatively coupled to user stress. A thought-provoking case study by Hawking, Stein, and Foster revealed numerous benefits and cautions regarding the use of ESS systems. First, the use of ESS was.